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INSUBORDINATION 101

WHAT IS INSUBORDINATION? Laws v. London Chronicle Ltd 2 All ER 285 It is, no doubt, therefore, generally true that willful disobedience of an order will justify summary dismissal since wilful disobedience of a lawful and reasonable order shows a disregard - a complete disregard - of a condition essential to the contract of service, namely the

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DISMISSED BECAUSE NO PERMISSION WAS ASKED

ONG WAH CHONG V SHELL GLOBAL SOLUTION(MALAYSIA) SDN BHD / SARAWAK SHELL BERHAD (AWARD NO.: 1777 OF 2020) FACTS The Claimant commenced employment as Civil Engineer with Shell Solution with effect from 07.11.2005 and his last position was Senior Project Engineer and his last drawn salary was RM 32,595.00 with a fixed community allowance of RM 500

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AN AFTERTHOUGHT WENT WRONG

HASHEM BIN ABDULLAH V LIM KOK WING UNIVERSITY OF CREATIVE TECHNOLOGY AWARD NO:1761 OF 2020 FACTS The Claimant contends that he was forced by the Company to tender resignation as a Senior Executive Human Resources as he received repeated instructions from the Human Resources Manager to tender his resignation without informing him the reason why he

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TERMINATION OF PROJECTS AMOUNT TO REDUNDANCY

MOHD ROZI BIN OTHMAN V SURIA STRATEGIC ENERGY RESOURCES SDN BHD AWARD NO 691 OF 2020 FACTS  The Company is a wholly-owned subsidiary of the MOF and was set up with the specific intent of undertaking the Multi-Product Pipeline(MPP) and the Trans-Sabah Gas Pipeline (TSGP) projects which were petrochemical and gas pipeline projects.All the

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EMPLOYEES’ MINIMUM STANDARDS OF HOUSING, ACCOMMODATIONS AND AMENITIES (ACCOMMODATION AND CENTRALIZED ACCOMMODATION) REGULATIONS 2020​​

​The Human Resources Minister Datuk Seri M. Saravanan had stated that the continuous enforcement of the Workers’ Minimum Standards of Housing and Amenities Act 1990 (Act 446) is crucial to ensuring efforts to eradicate elements of forced labour and human trafficking in the labour industry. In conjunction with this, sixth-three (63) charges will be

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UNDERPERFORMANCE = MISCONDUCT?

It is important for the company to properly distinguishing between misconduct and underperformance especially so in the event whereby the company is likely to dismiss the employee for this reason.  Misconduct is defined in the case of Holiday Inn, Sarawak V Puan Elizabeth Lee Chai Siok [1990 2 ILR 262 as improper behaviour, intentional wrongdoing

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MSS A FACADE FOR DISMISSAL

MURALI THARAN NAIR A/L G.NARAYANA NAIR V HLMG MANAGEMENT CO SDN BHD  AWARD NO 276 OF 2020 FACTS  The Claimant was informed that the Group Human Resources would be undergoing restructuring and that the Claimant’s position would not exist, rendering him redundant. The Claimant was offered a Mutual Separation Package (MSP) of 5 months of

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GARIS PANDUAN PENGURUSAN PEMBERHENTIAN PEKERJA (JTKSM)(PEKERJA)

Pekerja yang diberhentikan adalah layak kepada faedah- faedah penamatan kerja minimum sekiranya mereka dilindungi di bawah Akta Kerja 1955 atau Akta Perhubungan Perusahaan 1967 atau Perjanjian Bersama.  Akta Kerja 1955 / Ordinan Buruh (Sabah Bab 67) / Ordinan Buruh (Sarawak Bab 76) Pekerja yang dilindungi di bawah Akta Kerja 1955 atau Ordinan

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GARIS PANDUAN PENGURUSAN PEMBERHENTIAN PEKERJA MAJIKAN (JTKSM)

LANGKAH YANG HARUS DIAMBIL OLEH MAJIKAN UNTUK MENGELAKKAN PEMBERHENTIAN PEKERJA TATACARA KEHARMONIAN PERUSAHAAN Membekukan pengambilan pekerja baru kecuali bagi bidang-bidang yang kritikal; Menghadkan kerja lebih masa; Menghadkan kerja pada hari rehat mingguan dan cuti am; Mengurangkan hari-hari bekerja dalam seminggu atau mengurangkan

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